HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

Competency-based HRM ❚ 167Another application of competencies in reward management is that of careerfamily grade and pay structures.DEVELOPING A COMPETENCY FRAMEWORKThe language used in competency frameworks should be clear and jargonfree.Without clear language and examples it can be difficult to assess the level ofcompetency achieved. When defining competencies, especially when they are usedfor performance management or competency-related pay, it is essential to ensurethat they can be assessed. They must not be vague or overlap with other competenciesand they must specify clearly the sort of behaviour that is expected and thelevel of technical or functional skills (competencies) required to meet acceptable standards.As Rankin (2002) suggests, it is helpful to address the user directly (’youwill…’) and give clear and brief examples of how the competency needs to beperformed.Developing a behavioural competency framework that fits the culture and purposeof the organization and provides a sound basis for a number of key HR processes isnot an undertaking to be taken lightly. It requires a lot of hard work, much of itconcerned with involving staff and communicating with them to achieve understandingand buy-in. The steps required are described below.Step 1. Programme launchDecide on the purpose of the framework and the HR processes for where it will beused. Make out a business case for its development, setting out the benefits to theorganization in such areas as improved performance, better selection outcomes, morefocused performance management, employee development and reward processes.Prepare a project plan that includes an assessment of the resources required and thecosts.Step 2. Involvement and communicationInvolve line managers and employees in the design of the framework (stages 3 and 4)by setting up a task force. Communicate the objectives of the exercise to staff.Step 3. Framework design – competency listFirst, get the task force to draw up a list of the core competencies and values of thebusiness – what it should be good at doing and the values it believes should influence